Interview System Designer

What the source does

• FilesystemNone observedNo reads or writes in the source
• NetworkNone observedNo outbound calls in the source
• ShellNone observedNo commands run in the source
• DependenciesPinnedNothing floats
• SecretsNone foundNo keys in source

Five audit layers

Gates applied: no behavioural pass.

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Audit 0.4.1 · source sha 6e3fcbdbb5cf · 19 Oct 2026Report an issue or request a re-scan

• Publisherborghei GitHub userOwner of the repository this skill is read from
• Source folderborghei/Claude-Skills/engineering/interview-system-designerThe exact folder we audited
• LicenceNOASSERTIONAs the repository states it
• Commit pinned for this verdict6e3fcbdbb5cfA new audit runs when the source changes
• Repository statusNot archivedLast push 12 days ago
• Sandboxed runNot runSkills are read, not executed; layer L4 is skipped

Its description: Design calibrated interview loops, competency-based question banks, and hiring calibration. Use when designing interview processes, creating hiring pipelines, generating scoring rubrics, analyzing interviewer bias, or…

---
name: interview-system-designer
description: >
  Design calibrated interview loops, competency-based question banks, and hiring calibration.
  Use when designing interview processes, creating hiring pipelines, generating scoring
  rubrics, analyzing interviewer bias, or building question banks.
license: MIT + Commons Clause
metadata:
  version: 1.1.0
  author: borghei
  category: engineering
  updated: 2026-06-17
---
# Interview System Designer

Design role-specific interview loops, generate competency-based question banks with scoring rubrics, and detect interviewer bias through statistical calibration analysis.

## Core Capabilities

- **Interview loop design** — role/level/team-specific loops with rounds, time allocations, interviewer skill requirements, and scorecard templates.
- **Question bank generation** — competency-based questions with 1-4 scoring rubrics, follow-up probes, and poor/good/great calibration examples.
- **Hiring calibration** — statistical bias and drift detection across interviewers and time periods, with coaching recommendations.
- **Scoring & benchmarks** — 4-point rubric, target score distribution (20/40/30/10), interviewer-consistency and pass-rate benchmarks.
- **Loop templates** — junior/senior/staff+ engineering loops plus sample questions by level and STAR behavioral prompts.
- **Bias guardrails** — anti-pattern catalog (halo effect, similarity bias, unstandardized loops) and mitigation practices.

## When to Use

- Designing an interview process or end-to-end hiring pipeline for any seniority level.
- Building a competency-based question bank with scoring rubrics.
- Generating scorecards, debrief guides, or interviewer assignments.
- Analyzing interviewer bias or calibration drift across candidates and time.

## Clarify First

Before designing, confirm these inputs. If any is unknown or vague, ASK — do not assume:

- [ ] **Task** — design an interview loop, generate a question bank, or calibrate hiring (selects `loop_designer.py` vs `question_bank_generator.py` vs `hiring_calibrator.py`)
- [ ] **Role & level** — the role and seniority (junior/senior/staff+) (drives loop rounds, time allocation, and rubric calibration via `--role`/`--level`)
- [ ] **Competencies** — which competencies the loop or questions must cover (sets `--competencies` and the question-bank scope)

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

## Tools

The Python tools live at the skill root (not in `scripts/`). All support `--help`, JSON/text output.

| Tool | Purpose | Command |
|------|---------|---------|
| `loop_designer.py` | Generate a calibrated interview loop (rounds, time, scorecards) | `python loop_designer.py --role "Senior Software Engineer" --level senior --team platform --output loops/` |
| `question_bank_generator.py` | Generate competency-based questions with rubrics + calibration examples | `python question_bank_generator.py --role "Frontend Engineer" --competencies react,typescript,system-design --num-questions 30` |
| `hiring_calibrator.py` | Detect bias/calibration drift across interviewers and periods | `python hiring_calibrator.py --input interview_data.json --analysis-type comprehensive --trend-analysis` |

## References

Load the reference that matches the task — keep this file lean and pull detail on demand:

- **[references/workflows-and-templates.md](references/workflows-and-templates.md)** — quick start, the 3 core workflows (design loop / generate bank / calibrate bar) with validation checkpoints, engineering loop templates, sample questions, the scoring rubric + calibration benchmarks, and the anti-pattern list. Read when designing a loop or applying the rubric.
- **[references/tool-reference.md](references/tool-reference.md)** — full flag tables, examples, and output formats for all three tools, plus a troubleshooting table and the success-criteria bar. Read when invoking the tools or debugging output.
- **[references/competency_matrix_templates.md](references/competency_matrix_templates.md)** — competency matrix templates per role family and level. Read when defining the competencies a loop must cover.
- **[references/debrief_facilitation_guide.md](references/debrief_facilitation_guide.md)** — structured debrief facilitation guide. Read when running the post-loop debrief and consolidating scores.
- **[references/bias_mitigation_checklist.md](references/bias_mitigation_checklist.md)** — interview bias mitigation checklist. Read when reviewing a loop or panel for fairness.

## Scope & Limitations

**This skill covers:**
- Designing end-to-end interview loops for engineering, product, design, and data roles across all seniority levels (junior through principal)
- Generating competency-based question banks with structured scoring rubrics and calibration examples
- Detecting statistical bias and calibration drift across interviewers and time periods
- Producing scorecard templates, debrief guides, and interviewer assignment recommendations

**This skill does NOT cover:**
- Applicant tracking system (ATS) integration, job posting, or candidate sourcing pipeline management — see `hr-operations/talent-acquisition`
- Compensation benchmarking, offer negotiation strategy, or total rewards analysis — see `hr-operations/hr-business-partner`
- Workforce planning, headcount modeling, or organizational design — see `hr-operations/people-analytics`
- Post-hire onboarding program design or new-hire ramp-up tracking — see `engineering/codebase-onboarding`

## Integration Points

| Skill | Integration | Data Flow |
|-------|-------------|-----------|
| `hr-operations/talent-acquisition` | Feed designed interview loops and scorecards into the talent acquisition pipeline for end-to-end hiring execution | Loop JSON output → talent acquisition workflow input |
| `hr-operations/people-analytics` | Supply calibration reports and interviewer performance data for work

Excerpt, first 6,000 characters of SKILL.md, verbatim from the audited commit. It is text from someone else’s repository, quoted so you can judge it before your agent reads it.

git clone https://github.com/borghei/Claude-Skills
git -C Claude-Skills checkout 6e3fcbdbb5cf

Works in

1. 2026-10-19
   !CAUTION B 89 / 100

   first audit · source 6e3fcbdbb5cf

Questions about Interview System Designer

• github.com/borghei/Claude-Skills/tree/main/engineering/interview — the audited source at commit 6e3fcbdbb5cf and every finding aboveObserved · 19 Oct 2026

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